Why You Should Stop Using Unpaid Interns

By Robyn Porter, Human Resources Manager & Consultant, HTG Peer Groups

Interns have been used in many companies across almost all industries for dozens, if not hundreds of years. Many SMBs find the use of interns invaluable, as they can ease the burden of operations from both a staffing and financial perspective. Additionally, many interns gain valuable skills and connections as a result of their exposure to their chosen profession, and these are the “perks” many employers hang their hats on. 

However, the operative word here is USE. Many interns have been used in ways which are now being recognized as not only unethical but also illegal, and many states and the Department of Labor are taking steps to stop the use and abuse of unpaid interns. Not only does the misuse of interns become legally and financially problematic, it also fosters an unwanted culture within your organization of devaluing or undervaluing their contributions to your team. (And how does that translate to the rest of your team?)

As with most employee/employer relationships, there’s a law for that. The Federal Department of Labor, Wage and Hour Division, has a fairly concise test which needs to be applied for unpaid interns...

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